KeynoteMagnusson

The Changing Landscape of Career Development:Trends and Implications for Counselling : 

The Changing Landscape of Career Development:Trends and Implications for Counselling Kris Magnusson CCA 2009

A portion of territory that the eye can comprehend in a single view : 

A portion of territory that the eye can comprehend in a single view

Significance : 

Who am I? Where do I belong? Significance

Slide 8: 

Sun Dogs

Slide 9: 

Population: 15

Freeman’s Story Memories of a Prairie Life : 

Freeman’s Story Memories of a Prairie Life Career Planning - Are you kidding me?

Slide 12: 

Mozart

The Bennett Buggy : 

The Bennett Buggy

The Commute to Work : 

The Commute to Work

Imagine - being able to afford to go to school! : 

Imagine - being able to afford to go to school!

Two Features of Work in Saskatchewan in the 1930’S : 

Two Features of Work in Saskatchewan in the 1930’S Work - any work - was preferable to no work Work character was more important than work content

Why the History Lesson? : 

Why the History Lesson? Because to understand the person, you have to understand the “place” they have come from. Because we need to examine our current practices; if they cannot help deal with the issues of the past, they have no hope for dealing with the issues of the future.

How well would our most common career counselling interventions have helped Freeman? : 

How well would our most common career counselling interventions have helped Freeman?

Saskatchewan NowFinancial Post, April 16, 2009 : 

Saskatchewan NowFinancial Post, April 16, 2009 The only province expected to post economic growth this year Predicted to be the first to emerge from “economic doldrums” Outperformed GDP national average since 2004, and predicted to exceed it by 10%

Slide 24: 

Changing landscapes mean we have to learn to see things from a different perspective.

Six Perspective Changes in Career Development : 

Six Perspective Changes in Career Development

Trend #1: From Static to Dynamic Systems : 

Trend #1: From Static to Dynamic Systems Static Work stays the same Decide on occupational destination Predict, Plan and Control Dynamic Work Changes In content, pace and form Decide on process Manage

Trend #2: From Simple to Complex : 

Trend #2: From Simple to Complex Simple Career = Occupation or job One size fits all Opportunities the same Process the same There is a “right” path Individual focus Complex Career = Roles over the life span Career paths vary Structure of opportunity varies Process varies Paths are idiosyncratic System focus

Trend #3: From Linear to Cyclical Planning : 

Trend #3: From Linear to Cyclical Planning Linear Sequence of steps that are followed Definite start and end points Highly prescriptive Cyclical Grouping of inter-related processes No predictable sequence or starting points Highly creative

Trend #4: From Choice to Confidence : 

Trend #4: From Choice to Confidence Choice More information + better decision skills = good occupational choices Success highly correlated with self-esteem Confidence More opportunity to experience + higher confidence = Better occupational plans Success highly correlated with self-efficacy

Trend #5: From Busy-ness to Impact : 

Trend #5: From Busy-ness to Impact Busy-ness Individual accountability based on how many clients served and kinds of services offered Service accountability based on end-point outcomes (such as job placements) Impact Individual accountability based on measures of client change Service accountability based on developmental or “milestone” outcomes (such as aggregate measures of client change)

Trend #6: From Head to Heart : 

Trend #6: From Head to Heart Head Career planning as a cognitive activity Emphasis on information and rationality Goal = “right” occupational match Heart Career planning as a passionate activity Emphasis on discovery and opportunity Goal = career integrity

Slide 32: 

If career planning is mostly a rational activity, then the best way to help a client is to start by gathering information about the client’s skills, interests, abilities, etc.

Problem 1:Habituation : 

Problem 1:Habituation The tendency to form a pattern of perception and behaviour that then interferes with subsequent actions or perceptions.

Problem 2:Predictive Coding : 

Problem 2:Predictive Coding The brain has an expectation of what it will see, then compares this template with information from the eyes.

Problem 3:Emotional Filters : 

Problem 3:Emotional Filters We cannot feel good about an imaginary future when we are busy feeling bad about an actual present. (Daniel Glibert, Stumbling on Happiness)

Slide 38: 

The best way to help clients is to determine how they are seeing the world, and then help them to see other possibilities.

4 Fundamental Career Development Challenges Facing Individuals : 

4 Fundamental Career Development Challenges Facing Individuals

Individual Challenge #1 : 

Individual Challenge #1 How do I find hope? Once found, how do I build and sustain the enthusiasm, energy and just plain will to be continuously adaptive? Career Gumption

Individual Challenge #2 : 

Individual Challenge #2 How do I acquire and then make sense of all of the information available to me so I can make choices that will benefit me in the future? Career Literacy

Individual Challenge #3 : 

Individual Challenge #3 How do I achieve a balance between my needs and all of the forces and influences around me? Career Context

Individual Challenge #4 : 

Individual Challenge #4 How do I make all of these decisions, and take all of these actions, in a way that allows me to maintain a sense of who I am? Career Integrity

What can you do to help change that portion of the landscape that your clients can see? : 

What can you do to help change that portion of the landscape that your clients can see?

Slide 46: 

Ay-Hay!Nitsiniiyi ‘taki!Merci!Thank You!

The Positive Change Cycle : 

The Positive Change Cycle Commitment Hope Information Attitude Change Skilled Practice Confidence Planned Action New Goals